Abstract
Purpose- Organizations that enforce effective supervisory support through their cultural traits see their employees reciprocating through positive outcomes. The study explored the impact of supervisory support on employee engagement in Ghana’s telecommunications sector and the moderating effect of supportive organizational culture on the relationship. Design/Methodology- A correlational descriptive research design was adopted. A sample of three hundred and fifty-three (353) employees was drawn randomly from a top selected telecommunication company in the Accra Metropolis of Ghana. Information collated were analyzed using Statistical Package for Social Sciences (SPSS version 26) and partial least square based on Structural Equation Modeling (SEM) Findings- The findings indicate that supervisory support significantly influences employee engagement. Again it was revealed that supportive organizational culture influences employee engagement and substantially moderates the relationship between supervisory support and employee engagement. Practical Implications- The findings provide valuable suggestions for organizations, managers, and supervisors to emphasize on measures such as a robust feedback system, training of supervisors, and enhancing employees' freedom to operate within the organization, which increases employee engagement and optimizing the organization’s competitive advantage.
Highlights
Employee engagement continues to be a significant area of interest among researchers and organizations as engaged employees are highly involved, emotionally devoted, and exceedingly enthused about going beyond the call of duty whiles executing their tasks with excellence (Anitha, 2014)
Because supervisors are considered as representatives of the organization, attitudes, and behaviors of employees can be influenced positively when employees perceive a high level of support from the supervisors, which in turn reflects organizational support
The study findings supporting and adding up to previous studies assert that supervisory support has a significant influence on employee engagement with a supportive organizational culture, strengthening the association between the phenomenon under study
Summary
Employee engagement continues to be a significant area of interest among researchers and organizations as engaged employees are highly involved, emotionally devoted, and exceedingly enthused about going beyond the call of duty whiles executing their tasks with excellence (Anitha, 2014). An engaged employee is considered emotionally attached to the organization, passionate about their work, and prioritizes the organization’s success (Seijts & Crim, 2006). Research on employee engagement has identified numerous predictors, work or personal-related factors, to induce changes in employee behaviors by increasing engagement (Bakker, 2011). Availability and productive use of a type of work-related factor such as supervisory support have been proven to be a significant determinant in improving employee engagement (Hallberg et al, 2007). Supervisory support is considered to be a critical job-related resource because it contributes to the achievement of employee goals while reducing stress and workload, which, in turn, translates into better-engaged employees (Bakker et al, 2004). Supervisory support can be expressed as the rate at which supervisors provide help and support to employees in all aspects of business within the working environment through continuous interaction between the supervisor and employees (Aksoy & Yalçınsoy, 2017)
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